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According to the Markess Aegis study, digital HR tools are growing at a rate of about 7% every year. This trend represents an opportunity, but it requires you to select the right solution or ecosystem of tools. Here are our 5 tips for making the right choices.

What is a "Strategic Workforce Platform"?

A Strategic Workforce Planning Platform facilitates every step post-formalization of your SWP approach, from analyzing existing skills and gathering external data to identifying emerging skills, measuring skill gaps, pinpointing bridging opportunities, and organizing training programs. It's a comprehensive system designed to streamline and support your strategic workforce initiatives.

Want to know more about the concept of HRIS ? We explain its evolution:"HRIS, evolutions and perspectives".

Let's get to the heart of the matter: what are the best practices for an HRIS Strategic Workforce Planning ?

Step #1: Make your HR data reliable

For those of you in charge of a team, this computerized system is an effective database for enhancing human capital. Not only does the hrSIS streamline a large number of HR processes, but it also provides reliable information for strategic thinking.

Encompassing all facets of the HR management profession, it proves to be indispensable when HR personnel are overworked. In due course, you can use it to facilitate the management of employee contracts, the monitoring of their careers, the reorganization of positions...

Consult our complete file to make your HR data more reliable , and in particular the skills repository.

The levers of data reliability
How can we make the data of skills more reliable?

Step #2: Prepare your HR Reporting

Thanks to its large repertoire, the HRIS frees you from traditional gpec software with limited functions. This database provides relevant information. This information is then used as a basis for producing an activity report, preparing an assessment interview, managing skills, mapping out jobs or anticipating recruitment.

By making good use of the HRIS, you can be sure that you are correctly managing jobs and staffing skills. Thanks to this system, which incorporates several software bricks, you can cover all the HR components at the heart of your activity. Indeed, the sirh tool covers the administrative, human and decision-making components of the HR business.

Step #3: Structure the HRIS based on the categories of skills

We are convinced of the central dimension of skill for a sustainable management of the company's talents. The first bricks in the construction of an HRIS are often based on performance management or interviews: but how can you evaluate performance and set objectives without first building the infrastructure that constitutes the mapping of internal skills . The latter brings together the different categories of know-how.

The 4 categories of skills to structure your HRIS
The 4 categories of skills on which to structure your HRIS

Step #4: Focus on enhancing user experience

The success of your HRIS depends on the adoption of your tool by its users, which is the reason for the rise of the "User Experience" business. What are the dimensions of UX to watch out for :

  • Adaptation of the Graphic Charter to your colors.
  • The use of explicit terminology that is close to the daily life of users.
  • The notion ofdigital accessibility for people with disabilities.
  • Anticipation of the use in mobile format and its specific constraints.
  • Clear instructions from the home page.
Home Page ollaborators on the Neobrain tool
Live from Neobrain and the Collaborator's Home Page

Best Practice #5: Choose the right partners for success

The digitalization of companies creates an inflation of the number of transformation projects.

SWP projects have tripled over the last 20 years (Ipsos study).

During this same period, the resources and average time to complete these projects have been divided by 2. Therefore, the support of employees and managers is a key factor for the success of your transformation. Change management adapted to your audience is essential to permanently anchor the new reflexes generated by the transformation.

Who are the internal and external partners for a Strategic Workforce Planning project?

The partners are both internal and external:

Internal Partners:

  • Your project team with a Program Director, a business expert, an IT referent, a Change Manager,
  • The HR Community
  • The Managers
  • The Collaborators

External Partners:

  • A transformation consulting firm will intervene both upstream in the realization of the HR master plan, the diagnosis of current processes and help in the choice of the digital tool.
  • A software editor who, beyond the technical, methodological and pricing aspects, must also reflect the HR philosophy in his tool
  • An integrator is necessary according to the editors to realize specific configurations.

Download our White Paper to ensure the success of any talent management tool in your organization.

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